Page 124 - Personnel Policy and Procedures Manual

The fitness-for-duty evaluation will not be conducted for purposes of diagnosis or treatment, but rather for
purposed of determining an employee’s ability to perform the essential functions of the job. Human
Resources will provide the employee with a description of the essential functions of the employee’s position
prior to the evaluation to be provided to the health care professional. Further, the employee will be required
to provide truthful and accurate information regarding the maximum requirements of his or her position for
evaluation by the health care professional.

Human Resources will only ask the health care professional to release only that information as permitted
under this policy or otherwise permitted or required by law. The health care professional will be requested
to complete a written report containing only the following information:

• A conclusion regarding the determination of fitness for duty;
• A description of the nature and extent of any functional limitations on the employee’s ability to
perform his or her job; and
• A description of the expected duration of each such functional limitation.

Insofar as feasible, the results of the evaluation will be treated as confidential, and will be shared only with
those who need to know the results for legitimate business purposes. However, where the employee has
placed as issue his or her medical history, mental or physical condition, or treatment, relevant information
may be used and disclosed by Augusta, Georgia in connection with such proceedings.

Augusta, Georgia will make a decision regarding the employee’s status, including but not limited to, the
employee’s return to work or the removal of the employee from any duties pending treatment and re-
evaluation, depending upon the results of the evaluation and the recommendation of the health care
professional. Any decision that results in an inability to accommodate an employee’s medical condition
will include, at a minimum, consultation with the Law Department.

Section 800.039 Workplace Relationships

Augusta, Georgia desires to avoid misunderstandings, actual or potential conflicts of interest, complaints of
favoritism, possible claims of sexual harassment, and the employee morale and dissension problems that can
potentially result from romantic relationships involving certain employees. Accordingly, it is unacceptable
for a Director or supervisor to fraternize or become romantically involved with any employee in his or her
direct line of reports. Additionally, Directors, supervisory and non-supervisory employees are prohibited
from fraternizing or becoming romantically involved with other employees when, in the sole opinion of
Augusta, Georgia, their personal relationship creates a conflict of interest, creates a negative or
unprofessional work environment, or presents concerns regarding supervision, safety, security, or morale.
Any employee involved in a relationship which violates this policy may be subject to discipline, up to and
including termination.

Employees who become involved in a workplace relationship are required to report such relationship to the
Human Resources Department at the commencement of the relationship. If the situation occurs where an
employee within a department enters into a workplace relationship with another individual within the same
department and one person is in a position where he or she directly supervises the other person on a daily
basis, the Department Director and the two affected employees will have thirty (30) days to change the
positions of one or both of the involved employees such that they can both work in the same department
without violating the nepotism policy. If this is not possible, then within sixty (60) days of the
commencement of the relationship, the Director of Human Resources will evaluate the qualifications of the
All Rights Reserved – As approved by the Commission on 05-07-2019 124 | P a g e